People-Centric or Values-Centric Workplace
Does a leader need to be the smartest person in the organization to achieve growth and customer satisfaction? No. In fact, being the smartest person in the organization can actually impede growth.
A people-centric organization focuses on the individual and liberating his or her innovative power. This principle is based on a belief that people want to be creative and that an organization must provide them with a setting in which they can express their creativity.
A people-centric culture emphasizes transparency and openness, and therefore also trusts in employees. In its recruitment process, people-centric organizations place a great deal of emphasis on hiring the right people—people who can manage in a challenging environment and where there is a high level of empowerment. Many of the organization's offerings to its employees in the form of education are voluntary, and employees can decide whether to opt in. Each year, the organization removes unnecessary bureaucratic features in order to give each employee more freedom and to facilitate communication and collaboration between colleagues.
Empowered organizations have tremendous competitive advantage because they have tapped into levels of energy and commitment which their competitors usually have difficulty matching. A recent study of people-centric organizations showed them outperforming the average by 10:1 over a fifteen year period.